Finding the right candidate with digital recruiting: Rethinking active sourcing

Digital recruiting as the key to finding the right candidate

Recruitment has changed fundamentally in recent years. More and more companies are focussing on Digital Recruiting, to approach qualified specialists in a more targeted and efficient manner. Especially in the context of active sourcing, this approach offers new opportunities to actively shape the candidate market. It is no longer just about passively placing job adverts, but proactively identifying and approaching potential applicants before they start looking for a job themselves.

In sectors such as IT, retail and engineering, HR managers often report that traditional recruiting methods are increasingly losing their impact. Competition for top talent is fierce and demands new strategies that combine both a personalised approach and digital tools. This is how Digital Recruiting companies to reach their desired candidates, strengthen brand awareness and speed up the application process overall.

Rethinking active sourcing: proactive recruiting in the digital age

Active sourcing is not just a buzzword, but a contemporary method that many companies use to successfully find new talent. It covers far more than just direct contact via email or social media. With Digital Recruiting The targeted use of AI-supported tools, social media platforms and data analyses enables suitable candidates to be identified and approached individually.

For example, a globally active technology company uses LinkedIn Recruiter to address technology experts with customised profiles even before a job advertisement is published. This enabled them to significantly reduce the time-to-hire and increase the quality of applicants.

A renowned service company goes one step further and uses automated video interviews combined with online assessments. This allows them to quickly recognise which applicants fit the company both professionally and culturally. This example is an impressive example of how digital recruiting and active sourcing can be combined to make the process more efficient and transparent.

A medium-sized manufacturer also benefits from multiple active sourcing channels. In addition to traditional job portals, it primarily uses industry-specific online communities and specialist forums to identify active and passive candidates in a targeted manner. The subsequent approach is always personalised in order to improve the candidate experience and build long-term loyalty.

BEST PRACTICE with one customer (name hidden due to NDA contract)

A leading IT service provider realised that many highly qualified specialists in their region were not actively looking for a job. With the help of digital recruiting and targeted active sourcing, we were able to reach, approach and interview numerous passive talents within three months using data-based candidate analysis and purely digital contact channels. This not only led to vacancies being filled more quickly, but also to a significant improvement in the employer brand, as candidates praised the modern and appreciative approach.

Practical tips for a successful digital active sourcing strategy

Those who work with Digital Recruiting If you want to achieve the desired success, you should pay particular attention to the following points in addition to the technique:

• Target group analysis: Define exactly which qualifications and competences your desired candidates have. This will prevent wastage.
• Multiplication of the channels: Combine social media, business networks, specialised job boards and talent pools to achieve a broad yet targeted reach.
• Personalised approach: Use data and AI tools to cater to candidates' individual interests and needs. This increases the chances of success.
• Use digital tools: Automated screening procedures, video interviews and chatbots can help to make the process more pleasant, faster and more transparent.
• Sustainable talent retention: Active sourcing does not end with the first contact. Rely on a trusting dialogue and build long-term relationships.

An example from the healthcare industry shows how the combination of active sourcing via LinkedIn and targeted email campaigns helped to find even hard-to-fill nursing specialists. At the same time, candidate satisfaction improved as the contact was early and personal.

In addition, one logistics company reports that digital recruiting events, where candidates were able to chat live with HR managers, helped to identify promising talent more quickly and attract them to the company.

My analysis

Digital processes in recruiting are constantly evolving and opening up new potential that traditional recruitment often does not offer. Digital Recruiting supports companies in actively competing for the best candidates. Active sourcing in particular shows that a proactive and data-based approach to talent is often much more successful than waiting passively for applications.

Companies from various industries, from IT to retail to manufacturing, benefit from modernising their processes and using digital tools skilfully. A personalised and authentic approach creates better connections with candidates - a key factor for long-term recruiting success. iROI-Coaching supports companies in implementing digital recruiting projects sustainably and effectively.

Further links from the text above:

Digital recruiting at Randstad
Active sourcing: Effective recruiting strategies
Digital recruiting strategies: Facts instead of gut feeling
Digital recruiting and active sourcing
Digital recruiting at hunter-software.de

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